Innovative. Fun. Transformative. Welcome to the Learning Lounge!

It is a common misconception that learning just happens. You don’t simply wake up, go about your day, and magically acquire new knowledge. For learning to be effective and meaningful, it requires a conscious effort.

This case study explores the individual and collective benefits of adopting a learning culture within an organisation. It illustrates the transformative impact that occurs when employees engage in intentional learning beyond their daily routines and job tasks.

UK Coaching’s Learning Team facilitated this transformation by creating the Learning Lounge, a dedicated space where employees could immerse themselves in learning activities. 

This initiative not only provided a haven for personal and professional growth but also fostered a culture of continuous improvement and collaboration. Aligned with one of our core company values of championing innovation, the Learning Team created an environment that encourages creativity and forward-thinking.

This case study aims to challenge the ‘permission culture’ surrounding learning. By showcasing the extensive learning that took place during the six-month project, it demonstrates how it is possible for learning to be seamlessly integrated into staff members’ roles, ultimately benefiting both the individual and the organisation.

Ever keen to celebrate the impact of learning, how learning happens, and creative methods of building learning habits, Learning and Assessment Product Team Manager Kelly Rodrigues explains:

“Our goal is for everyone at UK Coaching to feel empowered and comfortable taking control of their own learning. We aim to foster autonomy and encourage lifelong learning, not just within the confines of the office, but in all aspects of life.

“This cultural shift often begins with managers and leaders, who must embody and promote this ethos, and move away from the urge to micro-manage staff.”

UK Coaching invests time and energy in developing the role of the coach nationally, so this case study exemplifies ‘walking the walk’ – demonstrating how we invest in our own learning and development to help our staff become better equipped and ready to learn.

Learning how to learn

The Learning Lounge project consisted of a series of linked and scaffolded sessions hosted by a member of the Learning Team. 

Between these sessions, ‘Connect’ sessions were held, which were semi-structured peer support meetings designed to share what participants were learning, motivate each other, and make sense of their learning experiences. These sessions included various activities where participants could share thoughts and ideas, with the Learning Team on hand to provide support and guidance.

The programme was designed to be relaxed and collaborative, fostering a psychologically safe, welcoming environment conducive to learning. It ensured that everyone could get the most out of their time and efforts through practical tools and hands-on learning experiences.

Participants were encouraged to pursue two types of project:

1. Passion Project: Something they wanted to learn about to motivate them, such as a new skill or hobby.
2. Work-Related Project: Something they needed to learn to better perform in their role, addressing skill gaps.

At the closing ‘Showpiece’ day, participants had the opportunity to showcase what they had learned by sharing their project case studies. These presentations provided insightful narratives on the fundamental benefits of learning and how their perceptions of learning may have changed. 

Participants demonstrated their newfound knowledge and skills, highlighting the amazing things they had achieved through the programme.

Participants in the Learning Lounge pursued a variety of projects to enhance both their professional and personal skills. 

Katie’s work-related project included focusing on mastering conflict resolution techniques by learning to step out of her comfort zone – understanding that true growth occurs when you become comfortable with discomfort. Her passion project involved embarking on a house renovation project, channelling her creativity and practical skills into transforming their living space. 

Kirsty, meanwhile, embarked on a journey to improve her ability to create visually appealing eLearning materials and products, thereby enhancing her instructional design capabilities. Additionally, her passion for Asian cookery led her to explore and master new culinary techniques, enriching her personal life with variety of delicious dishes that her whole family relished.

Building stronger foundations around learning

Through the lens of these individual case studies, we have demonstrated how the learning that took place enabled staff to become more self-sufficient through their enhanced capabilities and confidence. 

This has the potential to reduce reliance on managers and other team members who previously had to provide significant support and guidance, often at the expense of their own time and productivity.

It remains common practice not to ringfence time for experiential learning outside of employees’ daily work routine. The Learning Lounge has shown that dedicating time to learning can lead to all-round benefits.

It is incumbent on leaders and managers to support and foster a learning culture, removing employees’ feelings of guilt and the need to justify their time spent on learning activities that take place away from regular duties.
“By investing in the Learning Lounge, we have proven its value,” says Kelly.

“When employees feel invested in, they are more engaged at work and in learning, which positively impacts their competence and confidence. Good learning habits foster autonomy, encourage collaboration, and enhance productivity, benefiting both individuals and the organisation.